Daring Greatly

This infographic is adapted from Brene Brown's book Daring Greatly, and you might also enjoy her video on empathy.

Here is a transcription:

Daring Greatly

Engaged Feedback Checklist

I know I'm ready to give feedback when:

1. I'm ready to sit next to you rather than across from you.

2. I'm willing to put the problem in front of us rather than between us (or sliding it toward you).

3. I'm ready to listen, ask questions, and accept that I may not fully understand the issue.

4. I want to acknowledge what you do well instead of picking apart your mistakes.

5. I recognize your strengths and how you can use them to address your challenges.

6. I can hold you accountable without shaming or blaming you.

7. I'm willing to own my part.

8. I can genuinely thank you for your efforts rather than criticize you for your failings.

9. I can talk about how resolving these challenges will lead to your growth and opportunity.

10. I can model the vulnerability and openness that I expect to see from you.

from Daring Greatly by Brene Brown.

I need feedback to help me grow.

This cat was inspired by the great infographic about feedback which you can see below.

I need feedback to help me grow.

(cheezburger)

I've transcribed the infographic, and there is a a very useful accompanying article here: 21 Components of Effective Feedback.

21 Components of Effective Feedback

This is an infographic for employee feedback, but it works for a school setting too. That is one of the things I believe we should teach students about the feedback process. Learning how to both give and receive feedback is a skill they will need in the workplace where the focus is on continuous improvement, not on final exams and grades.

You will find the transcription of the infographic below, and you will find a discussion about each component in this very useful blog post at Talkdesk by Shauna Geraghty: 21 Components of Effective Feedback.  If you like this infographic, definitely check out the article!

Effective feedback can have a major impact on employee performance. In order to be effective, feedback must be:

appropriate
credible
recurring
appropriate amount
descriptive
proactive
collaborative
tied to performance
guiding
tailored
nonjudgmental
easy to understand
based on data
embedded in the culture
specific
based on behavior
focused
from multiple sources
based on a plan
in many forms
timely

The most effective feedback will contain many (or all) of the aforementioned components. Managers seeking to increase performance with effective feedback should incorporate them into their feedback processes.

Kinicki, Angelo and Kreitner, Robert (2006). Organizational behavior: Key concepts, skills, and best practices. McGraw-Hill Irwin.
Talkdesk.